The Only One-on-One Meeting Template You will Ever Need

One-on-one meetings are a great way for managers to give and receive feedback, build trust, and discuss growth with their subordinates. While every member is different, make sure that your one-on-one is tailored to each individual.

To make your job a bit easier, we will show you how to structure and prepare your one-on-ones’.

1. Let them know that you care: One-on-one meetings are a space for growth with a manager who is personally invested in your present and future, no matter if things are good or bad. When things are going poorly, you should be ready to have a difficult conversation. And when things are going well, use that meeting to appreciate and guide them into their career trajectory.
2. Block regular time slots: The frequency with which you book the slots for the meeting may vary depending on the size of the organization and employees’ experience. It’s not about how often they occur but you must schedule them as it will eventually help in finding the right rhythm and the employees will also be prepared with their set of questions and vice versa.
3. Create an agenda: You need to have a clear picture of what is going with your team so that you can use one-on-ones effectively. During the session, the employees and the managers will share their concerns. And, before this don’t forget to ask these questions at least a day before the meeting:

"What do you want to discuss in the meeting?"

"What are some challenges that you are facing?"

1. Design a plan: Managers, it’s your duty to help employees bridge the gap between where they currently stand and where they could be. Think about the behaviour of your employees, what is hindering their success and how can you help them to overcome that.
2. Discuss challenges: Address the concerns of the employees by asking them where do they feel stuck. Listen to their answers carefully and help them turn the problems into a learning opportunity. If you will tell them what to do, that won’t help them to grow or develop, instead, commit to solving their problems with them.

6. Hold employees accountable: First, you need to set clear expectations and take regular follow-ups. If it’s time to offer some constructive feedback, don’t wait until the next performance review. This can also be easily achieved by adopting a performance management software. This software will help managers to be more aware of their employees by creating actionable insights which in turn motivate employees to track and improve their performance.

1. Provide notes: If you provide coaching notes to your employees, it will come in handy when they face a similar situation that you helped them with before.
2. Make notes: A very crucial part of employee development is letting your employees complete a problem on their own. Record your thoughts to refer back to when looking at the arc of employee development and performance over some time.

Key Takeaway

Don’t think one-on-ones are just meetings, they are more than that. These meetings not only help employees grow but helps them learn how to use their strengths, and live a more fulfilling life at work.

Hi Folks, I like to read, write & share about technology, digital marketing, electronics & appliances. The information provided is well researched. So stay tuned to get updates!